Viewpoint - Viewpoint

Participated in an HR.com webinars on "Strategies for Sourcing the BEST Sales and Business Development Candidates" and something that was stressed in the presentation was that it's pretty difficult to sell a salesperson, especially when you're trying to discuss an employment opportunity with a successful and seasoned sale pro.

Listening to this webinars as I was reading my morning e-mails, I was reminded of some sales training that I received about 10 years.

Sales people could be classified in one of two types of roles: one of hunter, the other as a farmer. You're the "go out there and knock on doors" type of sales person, or you were the "sit back and wait' for sales type, there didn't seem to be any in-between.

It seems that in technical recruiter, the staffing agency recruiters are the major hunters, while the in-house, corporate recruiter is more of a farmer type of staffing professional. Once I accepted an in-house, contract recruiter position, and was amazed at how some coworkers would have an attitude about my immediate desire to get a hold of job requirements and start making phone calls. Often, internal recruiters deal with hiring managers who are often slow to respond or make decisions and are often disappointed by loosing a candidate (personally ? I think that 80% of the problems that exist in making a hire, are a direct response to ineffective hiring managers).

A true recruiting professional is both a hunter and a farmer.

A HUGE advocate of networking myself ? I know I?m a combination of the two? I believe that I must ?get on the boards? and hunt down the ?ideal candidate? for my client?s hiring needs (that is ? of course ? we have an accurate job description and a direct relationship with the hiring manager). But I also feel that we need to nurture relationship with both candidates and client ? for their careers !!! Not just a particular employment search (whether hiring or looking for a job).

A good recruiter can not only find the hiring manager the "ideal candidate", but should also be competent enough to find that hiring manager their next employment opportunity, the next step in their career process.

My reputation is EVERY THING for my business and to me. My ethics stand above my priorities to make money. My to-do list has "be ethical and moral" and never forget your dealing with people here, above, "show me the money".

Networking is farming. I'm sure settlers to this wonderful country shoot a deer or two in their day, but they were also wise enough to grow crops and work the soil, and provide a wonderful harvest. It's hard work, don't get me wrong! 

But come on, you can't always eat deer!

Be a real professional be a real recruiter! Hunt! but you must do some farming as well. You'll be happy when you've got some potatoes and carrots to go in that venison stew.

 Biography

Daniel Parrillo – President, Strategi LLC

http://www.linkedin/com/in/strategi

A Senior HR Practitioner, Staffing Manager and Employment Community Manager experienced in human resource strategy, technical staff recruiting and augmentation specifically focusing on software and webservices companies. Experienced with supporting corporate strategies, incorporating employer and product branding into productive recruiting strategies. Believe in order to attract technical talent, recruiting needs to involve both "farming" and "hunting" and a constant advocate of networking. Contribution to staffing websites and human resources organizations demonstrates commitment to morals and ethics in an industry often perceived as unprincipled and unscrupulous. Huge advocate of social networking and senior level knowledgeable of Web 2.0 techniques, passive candidate generation, vendor management, data management, acquisition and employment strategy.

Specialties

Technical Recruiting and Human Resource Services - specializing in staffing strategies and resource augmentation for start-up software and webservices companies in San Francisco Bay Area and Silicon Valley

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